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Examples of Engineering leaders and their strategies

Discuss about the Engineering Skills for Cooperation and Innovation.

The purpose of the topic is to state that how the leaders of engineering demonstrate their leadership qualities. The examples of the two eminent leaders are being taken into account that has proved them quite fit for the tasks they did. The engineering strategies they followed in the field of acceptance, cooperation and innovation. These are the important elements that have been taken into account while addressing the key skills of the engineers.

Another most important objective that needs to be addressed is the communication based strategy with the team members. A project leader of a company needs to develop a communication plan in order to communicate the various strategies and skills to the other team members working in the different time zones. Thus, these are basic skills that an engineer leader must develop in order to fulfill a successful group project.

Jessica McKeller from MIT followed certain important strategies to meet up the risks and failures by making the staffs learn about it. Jessica Mckeller believed in the strategy of Risk Assessment (Brown, 2012). It is the responsibility of the leader to search for any solution to cure them. This incorporates indicating the hazards which are potential in nature and pointing out the ways it could harm people. Even if the project goes awry, the leader must encourage the team workers for pointing out the problems and reduce them in the next projects. The major strategy in this case which was followed by Jessica Mckeller is that trying to maintain a balance of cooperation between the less experiences engineers and more experiences engineers (Brown, 2012). Opportunities were built which are truly bi directional. With the implementation of the balance, the new engineers generally do not tend to accept the things which are broken and good engineers believe in maintaining discipline and work on the failed projects.

Steve Jobs, the founder of the apple company, never felt like the CEO of the company should not believe in the changing of the products are to be done frequently; it says that a company is not thinking enough about the change in product and the community, this would led to the failure of the projects. According to Steve Jobs, risk is regarded to be uncomfortable (Goetsch, & Davis, 2014) However, when the leaders start encouraging the dreams, the workers under the leaders start getting inspirations.  The progresses are always not regarded to be linear. Bumps would be there along the way. The engineering strategies followed by the leader where the leader needs to be quite transparent in giving the feedbacks. According to Jobs, risk assessment should be done in such a way that it points out the types of bumps in front of the success of the projects (Issacson, 2012). Steve Jobs was never afraid to take risks and by following certain strategies, he was confident enough to accept the failures and encourage the staffs to do their works accordingly.

Building Teams and Retaining Innovators

According to Jessica Mckeller, an engineer leader must have ideas about people’s daily and yearly strategies. A responsibility of the leader is to shape their experience. This incorporates meeting the new people on a daily basis and wages an interaction with them. In order to build a winning team, a good engineering leader at fist needs to know about the action plan (Goetsch, & Davis 2014) The action would further encourage the leaders to give inspirations to the staffs and make them aware about the workings of the project. The action plans are needed to be communicated efficiently to the staffs. Jessica Mckeller while writing a code for a project made the staffs understand about its importance and made built a team. The local experts were also built in the team who has ideas to guide the discussions based on architecture (Goetsch, & Davis 2014; Kirschenman, 2012). With the success of the project, the team would eventually attract the innovators and give encouragement to the existing innovators to work for the company, where they can be able to prove their qualities.

Steve Jobs, always looked forward to build up a winning team. Jobs followed the strategy where the members while working together, would keep the negative attitude in check for each other. This had enabled the company more to achieve successful requirements of an industry (Issacson, 2012). In the technique lines, the team needs to be aware of the coding and decoding. Proper implementation of the coding and decoding procedures, would lead to the development of a good team work. In order to retain the innovators, the leader needs to have ideas about the changing demand of the people and accordingly such team members would be encouraged enough to contribute in the field of innovations (Issacson, 2012). The success of such innovations would lead to the retaining of such innovators in the company.

Jessica McKeller believed in a better team work where a balance could be maintained between the staff members. Under a hopeful leader, it should be feasible enough to respond to the construction of the project (Rajilich, 2013; Downing, 2012). In that case Jessica believed in the motivation that needs to be rendered to the working staffs of the company in order to face the challenges boldly. For the successful running of the business, the passion to cooperate with each other, sharing information with the staffs, thinking better for the running of the company and a changed individual must carry the responsibility to take care of the passion or motto of the successful running of the company (Rajilich, 2013). The engineer leader also believes in having an independent coach who could encourage the workers in the technical lines to develop skills and also encourage contributions.

Passion for Mission

Steve Jobs believe that people who are having the passion carry the capacity to bring changes in the world. It is the secret of success to entrepreneurship. Steve Jobs described that Apple believes in the core value that people having passion can bring transformation in the world. Therefore, it is the responsibility of the engineer leaders to build confidence of the staff and encourage them to achieve mission properly (Blank, 2013).

  • Reaching the key audiences: For the Project called Hytrants, the different team members are being allocated in the different time zones. Therefore in order to reach them, video conferencing would be the best option to discuss about the subject matter of the projects (Miklos et al., 2016; Furht, 2012).
  • Indentifying the key messages: The key messages have to be discussed with the team members regarding the objectives and further improvements to bring in the aims of the project. The key audiences over here are the project members who are working on the particular project.
  • Framing out a strategic outreach goal: The messages for the project have to be carried out by the video conferencing. Video conferencing is a modern way to reach the key audiences residing in the different time zones (Miklos et al., 2016; Furht, 2012).
  • Chalking out the materials: The materials for the video conferencing need to be developed which gives the detailed description of the project. This needs to be carried out more efficiently. The communicator needs to specify the points that are needed to be discussed with the key audiences of the project work and how the project would gradually benefit the audiences accordingly.
  • A timeline has to be specified: The team members who are residing in the different time zones, it is important to coordinate with them and set up a timeline which would make the members available to carry out the effective mode of communication. A timeline of a country might not match the timeline of another country. Therefore, it is important to take into notice the different modes of timelines and set a particular time line framework in order to carry out the work (Miklos et al., 2016; Furht, 2012).
  • Communicating the results: It is important to consider the communication with the key members after the research work of the project is completed.

This communication template is different from the traditional template on the basis of telephonic and email. The detailed communication through the process of email becomes difficult as the  team members availability to answer the emails are not being possible. Therefore, the team members found it difficult in the dispersed project to carry out a detailed conversation through the email system. The only change that has been made in terms of drafting communication plan is the mode of communication and other than that the presentation of the materials and the approaches other than the subject matter remained the same (Miklos et al., 2016; Furht, 2012).

  • A face to face conversation makes easier to sense what a person is thinking actually. It becomes easier for the person to reflect on the ways of thinking about the project.
  • The face to face communication creates a bond between the communicator and the team member which would build a trust in each other regarding the working of the project.
  • A face to face conversation would enable the speakers to learn about the difficulties involved in the project works.
  • A face to face understanding helps to come up with the important strategies about the project (Dunkan & Fiske, 2015; Ekmen, Friesen & Elseworth, 2013).

 If meeting in person in a team is not possible then a leader must allocate a time and do video conferencing to make the communication strategy easier to carry out. Other than this, contacting the person through social networking sites is also the easier way to communicate with the person in terms of project (Chang, 2012).

References

Blank, S. (2013). Why the lean start-up changes everything. Harvard business review, 91(5), 63-72.

Brown, A. (Ed.). (2012). The architecture of open source applications, volume ii (Vol. 2). Kristian Hermansen, 120-124.

Chang, C. S. (2012). Performance guarantees in communication networks. Springer Science & Business Media, 135-137

Downing, D. L. (Ed.). (2012). Processed apple products. Springer Science & Business Media, 777-780

Duncan, S., & Fiske, D. W. (2015). Face-to-face interaction: Research, methods, and theory (Vol. 3). Routledge, 31-33

Ekman, P., Friesen, W. V., & Ellsworth, P. (2013). Emotion in the human face: Guidelines for research and an integration of findings. Elsevier,79-80

Furht, B., Smoliar, S. W., & Zhang, H. (2012). Video and image processing in multimedia systems (Vol. 326). Springer Science & Business Media, 110-120

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson, 220-227

Isaacson, W. (2012). The real leadership lessons of Steve Jobs. Harvard business review, 90(4), 92-102.

Kirschenman, M. D., & Fasano, A. (2012). Developing engineering leaders. Leadership and Management in Engineering, 12(3), 189-191.

MIKLOS, B., Proskurnia, J., Pueyo, L. G., Cartright, M. A., Kaufmann, T., & Krka, I. (2016). U.S. Patent Application No. 14/986,644.

Rajlich, V. (2013, May). Teaching developer skills in the first software engineering course. In Proceedings of the 2013 International Conference on Software Engineering (pp. 1109-1116). IEEE Press.

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